Talent Management and OD Specialist

Transcription

1 Position Employee category level Department Reporting to Line reports Purpose of the role Key Responsibilities Talent Management and OD Specialist Professionally qualified HR professional and experienced HR specialist on Senior Management level Human Resources HR Director Kagiso Media (Pty) Ltd None To drive strategic initiatives to attract, retain and develop talent across the group To facilitate OD initiatives across the group To manage and monitor EE initiatives to obtain maximum benefits from a B-BBEE perspective Organisational culture Perform cultural diagnostics to assess organisational culture Facilitate cultural workshops to define and drive future culture of the organisation Coach leadership on behaviours required to drive desired culture Organisational climate Facilitate processes to conduct annual climate survey across the Group Analyse and distribute survey results to operations Report consolidated climate survey results and progress on implementation plans to relevant stakeholders Identify common trends and develop Group wide initiatives to address potential climate issues Coordinate and monitor the implementation of initiatives to address climate issues in operations Develop action plans to address climate issues at Head office Change management Develop framework to facilitate change programmes across the group Manage change programmes on strategic programmes where required Coach leadership and management on how to lead and direct change Set-up a change agent network across the group Organisational structure design and job profile development Stay abreast of any changes in strategy, legislation, market and business model that could impact on organisational structures Facilitate processes to drive structural changes where required Develop templates for organisational structure, job profile documentation and maintenance Analyse structures and make recommendation for enhancement from an effectiveness, efficiency and alignment point of view Identify critical positions within structures Drive standardisation and consistency of structures and jobs, specifically support services Ensure competency requirements are aligned to competency framework Job grading Identify and acquire system for job grading Set-up and schedule job grading committee meetings Keep record of job grading committee findings Facilitate training for committee members on job grading system Review and monitor consistency of grades across operations Ensure job grades are captured on the system

2 Talent Management Develop framework to manage talent within operations Facilitate processes to identify and manage critical and scarce skills across the Group Participate in succession planning for Top and Senior management across the Group Ensure processes are developed and grow key talent across the Group Monitor, track and report on retention of key talent Employee relations Provide guidance and assistance to operation on how to manage, disciplinary and grievance procedures Develop and maintain policy and processes Consolidate reporting on employee relations and present to relevant stakeholders Develop and maintain a list of approved external service providers to be utilised when required Pro-actively identify common trends in employee relations and facilitate initiatives to address issues pro-actively Employee value proposition Develop employee value propositions Ensure communication relevant to employee value propositions to attract and retain employees Stay abreast of latest developments in the market place and align value propositions where required Drive processes to enhance employee benefits Recruitment Develop and maintain a list approved recruitment agencies, verification agencies and service providers to conduct psychometric assessments Set-up and manage supplier agreements with relevant service providers Develop, maintain and monitor the implementation of recruitment policies, procedures and frameworks Report on process KPI s and recruitment Ensure compliance to EE targets Develop templates for competency based interview guides Develop record keeping templates in the recruitment process Employee wellness Identify and manage relationship with external service providers Monitor, track and report on utilisation of the system Facilitate processes to pro-actively address common issues Health and Safety Develop and maintain health and safety policy, processes and systems Monitor and report on compliance to legislation Manage health and safety processes for Head Office Provident fund Manage the set-up and implantation of the Provident Fund Committee Provide necessary information to committee where required Facilitate processes to nominate and train committee members Participate in quarterly committee meetings

3 Manage communication to staff relevant to provident fund Continuous improvement Be the Process Owner for relevant processes across the Group Develop, enhance and maintain policy, processes and systems Continuously assess the efficiency and effectiveness of processes Track and report process KPI s B-BBEE Facilitate processes to ensure maximum points on the BBBEE scorecard from an employment equity perspective Monitor and track implementation of EE plans Participate in audit processes and submit relevant information for rating purposes Monitor compliance of EE plan submissions Participate in B-BBEE committee meetings Terminations Analyse exit interview results and identify initiatives to address common areas of concern Consolidate reporting for terminations and provide analytics Track and monitor staff turnover in critical roles Facilitate process to engage with Alumni Performance Management Act as the custodian for the performance management process and system Develop policy, processes and systems for performance management Ensure compliance to performance management processes Analyse statistics on performance management Provide guidance and assistance in setting KPI s where required Monitor functional area KPI s for alignment to strategy Manage training processes on the system Compliance audits Manage process to check compliance of HR related processes Develop action plans to address compliance issues Report on compliance related issues Support to Operations Provide support and guidance to the HR Managers in operations Attend meetings and or participate in strategic processes in operations where required Coach and mentor HR Managers and staff Knowledge and Skills In depth understanding of regulatory requirements Basic Conditions of Employment Act, Employment Equity Act, Occupational Health and Safety Act, Labour Relations Act and the B-BBEE Act and codes Knowledge of HR policies and procedures proactively develop and align relevant policies and procedures to best practices for the functional areas reporting into this role

4 Understanding of the B-BBEE targets and system - Proactively manage BBBEE to ensure good scores on the BBBEE scorecard Negotiation skills Facilitate negotiation processes with External Service Providers, Recruitment Agencies and Line Management Analytical skills ability to analyse data to enable strategic planning Attention to detail accuracy in terms of employment equity numbers, climate survey results and reports or investigations from an employee relations point of view Conscientiousness to be thorough in the execution of activities, be diligent and reliable Tenacity ability to drive and take ownership of processes to get to the job done, to be firm when required Meeting deadlines ability to obtain information from others timeously to meet deadlines from a compliance perspective Understanding and knowledge of the current operating systems - Displays knowledge and understands the VIP Premier HR, VIP Premier Payroll and Evolve system capabilities and utilises them to optimise the functioning of the department Interpersonal Skills Ability to effectively engage with stakeholders to promote good working relationships and resolve issues Conflict management skills ability to effectively manage conflict situations and to ensure a collaborative approach to problem solving Process design and reengineering methodologies and practices ability to design or redesign processes to be cost effective and efficient and aligned to best practices People Management skills ability to engage effectively with staff and to promote a working environment where people are constantly developed, motivated and valued for their contributions Qualifications Experience MS Office competencies Understand Business Ethics and Values treats all employees in line with business values and ethical guidelines Relevant HR Degree or equivalent Post-graduate degree advantageous Minimum of 8 years experience, of which a minimum of 3 years on a management level in a HR environment MS Word, MS PowerPoint, MS Excel, MS Outlook

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